Webinar Recap | Summer Roundtable I

On June 27, the Adams Keegan Advisory Team, including Charles Rodriguez, Brandon Roland, and Amanda McCollum, held its first Summer Roundtable of 2025. They reviewed the most impactful developments in HR compliance from the first half of the year, including topics ranging from increased immigration enforcement on employers and worksites to best practices in leave management.

Did you miss it? You can access the full recording here.

1) Immigration enforcement in the workplace
Employers are facing renewed attention around immigration enforcement, with an uptick in the first part of the year for raids, onsite visits, and audits. While large-scale raids make headlines, most enforcement arrives as audit letters demanding I-9 compliance. Companies should avoid panic and instead build a clear protocol, much like a workplace injury plan, designating who handles agents and legal contacts. 

Equally crucial, employers must handle changes to work authorizations thoughtfully. If work permits are rescinded, companies can allow employees time to produce alternate documentation but cannot knowingly keep unauthorized workers employed. Finally, encouraging all workers to keep authorization documents handy can minimize disruption during sudden visits. Above all, proactive I-9 compliance is the best defense.

2) SCOTUS on Title VII, reverse discrimination
In a unanimous ruling, the Supreme Court clarified that reverse discrimination claims under Title VII require no higher proof standard than any other discrimination claims. Employers should note that all decisions tied to protected categories, such as race, sex, and religion, carry equal risk, regardless of whether the affected employee is part of a majority or minority group. 

At-will employment doesn’t exempt companies from discrimination laws and terminations must always tie back to legitimate business reasons. This decision reinforces that every employee is equally protected, demanding rigorous, fair processes for any employment action.

3) State wage laws
Mid-year is prime time for employers to review state wage changes. In Alabama, the temporary income tax exemption for overtime pay sunset on June 30, 2025, meaning employers must resume state tax withholding on overtime wages starting July 1. Meanwhile, Cook County, Illinois, announced its minimum wage will hold steady at $15 for non-tipped employees and $9 for tipped employees, despite expectations of inflation-based increases.

Beyond these, states like California and Alaska continue adjusting salary thresholds, often with local cities imposing their own higher minimums, especially in California’s healthcare sector, where wages now approach $26 per hour. Employers operating in multiple states should schedule regular reviews quarterly, or at least semi-annually, to track wage laws, minimum wage rates, and salary exemptions. Staying updated prevents costly payroll errors and ensures compliance amid a constantly shifting regulatory landscape. Local variations, especially in large states like California, demand close attention for employers to remain compliant and competitive.

4) Leave practice updates
Leave laws remain a moving target, with 2025 bringing significant changes that demand the attention of employers. Missouri’s paid sick leave law, effective in May, is already facing repeal. Even if repealed, employers must comply through August, leaving questions about accrued balances. Alaska and Nebraska, with new laws effective July and October, require paid sick leave ranging from 40 to 56 hours annually, depending on employer size.

Connecticut has broadened its sick leave coverage beyond service workers, while Michigan has increased leave from 40 to 72 hours annually. New York is leading in new territory, mandating 20 hours of paid prenatal leave starting January 2025. Employers must also keep an eye on local developments like Pittsburgh’s upcoming sick leave increases, effective in 2026.

Navigating these laws involves considering employee counts in each state, including remote workers, and carefully updating policies and handbooks. Employers should clarify accrual, carryover, and payout rules, especially when combining PTO and sick leave buckets, to avoid unintended liabilities.

During the webinar, the Adams Keegan team also discussed AI and company policies, implications and expectations of the Big Beautiful Bill, and more.

Watch the complete recording here and plan for about 40 minutes to become fully immersed in the conversation.